Great post! The issue I’ve seen repeatedly in the past is that a lot of kids move away from the community when they graduate high school, and only half return. This seems to mainly because there is no college or at least no good college nearby, and the rural job market is lacking.
Near as I can tell, I can only think of two solutions, either everyone needs to have at least 4 kids to keep the congregation going even as many leave or we need to boost the local job market. My wife and I are working on a long term business plan that could employ some of the church youth, but I have to be careful that no one thinks to sue us for religious discrimination.
If you simply hire those that are available and that you know, and are involved in your church, you should probably be fine. Don't have applications or a paperwork trail to be followed. That way you can just shrug and say, honestly, "I knew him, he has good character, so I hired him." You have to have more than 10 employees in most jurisdictions to fall under most employment laws.
Those are good option, and I can think of several more. If you do have applications, make some of the interview questions so nebulous that it’s impossible for anyone to argue that their answer was inherently the best answer. Hire a person from outside the church, but they are purposely selected as someone who might marry in, especially if all their coworkers all go to the same church. You can discriminate legally with contractors, and that also can help grow your community. I can think of a few more, but you get the idea.
Avoiding lawsuits from employees and applicants is probably the only thing I am truly an expert at. Kind of a silly skill, but at least now I am getting experience leading a team and motivating people to try their hardest, both of which are much more useful skills.
Awesome. That's a good skill to have, and to pass on to others, or aid others with. Make sure when you get settled down you let other people know you can help them in discrete ways.
Great post! The issue I’ve seen repeatedly in the past is that a lot of kids move away from the community when they graduate high school, and only half return. This seems to mainly because there is no college or at least no good college nearby, and the rural job market is lacking.
Near as I can tell, I can only think of two solutions, either everyone needs to have at least 4 kids to keep the congregation going even as many leave or we need to boost the local job market. My wife and I are working on a long term business plan that could employ some of the church youth, but I have to be careful that no one thinks to sue us for religious discrimination.
If you simply hire those that are available and that you know, and are involved in your church, you should probably be fine. Don't have applications or a paperwork trail to be followed. That way you can just shrug and say, honestly, "I knew him, he has good character, so I hired him." You have to have more than 10 employees in most jurisdictions to fall under most employment laws.
Those are good option, and I can think of several more. If you do have applications, make some of the interview questions so nebulous that it’s impossible for anyone to argue that their answer was inherently the best answer. Hire a person from outside the church, but they are purposely selected as someone who might marry in, especially if all their coworkers all go to the same church. You can discriminate legally with contractors, and that also can help grow your community. I can think of a few more, but you get the idea.
Avoiding lawsuits from employees and applicants is probably the only thing I am truly an expert at. Kind of a silly skill, but at least now I am getting experience leading a team and motivating people to try their hardest, both of which are much more useful skills.
Awesome. That's a good skill to have, and to pass on to others, or aid others with. Make sure when you get settled down you let other people know you can help them in discrete ways.